ADM Milling Limited (UK)

Gender Pay Gap Report

April 2017

2

Archer Daniels Midland (“ADM”), one of the world’s

largest agricultural processors and food ingredient

providers, established its UK Milling operation, ADM

Milling Ltd, in 1999. ADM Milling manufactures flour and

animal feed and has a head office in Chelmsford, Essex,

Introduction

as well as seven wheat flour mills located around the UK,

including a Technical Centre in Avonmouth near Bristol.

We are an equal opportunity employer, fully committed to

ensuring that our workplace is free from discrimination.

Our hiring, promotion and compensation decisions are not

influenced by race, ethnic or national origin, colour, sex,

pregnancy, maternity, breast feeding, marital status or

civil partnership, religion or belief, age, disability, sexual

orientation, gender reassignment, part-time or fixed-term

status, trade union activities, or other unlawful criteria.

Since April 2017, all organisations employing more than

250 people have been required to report annually on their

gender pay gap. The gender pay gap is a measure of the

difference between men and women’s average earnings.

This differs from equal pay, which means that men and

women in the same employment performing equal work

must receive equal pay, as set forth in the Equality Act of

2010. This is the first ADM Milling gender pay gap report,

and the data contained herein is based on a snapshot date

of 5 April 2017.

3

1.3%

5.2%

Gender Pay Gap Gender Bonus Pay GapProportion of Men & Women

Paid a Bonus

Our Results

29.7%

70.3%

Lower Quartile

Female Male

4

Our Results

This is calculated by organising the pay rates from the lowestto the highest paid employees and splitting them into fourequal sized groups. These charts illustrate the percentages ofmen and women in each quartile.

Population by Pay Quartiles

13.5%

86.5 %

Lower Middle Quartile

Female Male

9%

91%

Upper Middle Quartile

Female Male

15.3 %

84.7 %

Upper Quartile

Female Male

Female Male

5

Nearly 85 percent of ADM Milling’s workforce is male,

which means that, even when there is no difference in

gender pay on a role-by-role basis, a gender pay gap still

exists. The pay gap must therefore be considered in this

broader context.

Underlying Causes of Gender Pay Gaps

ADM Milling’s pay gap is 11.9%, largely due to the fact that

we have more men in senior, higher-paying positions in

the business. Also, our operational roles within

manufacturing and distribution including operators,

millers and truck drivers are typically performed by men

who have the capacity to earn additional pay, including

shift allowances, early start payments, night payments

and weekend premium payments. In addition, very few

women apply for these roles, which further widens the pay

gap. The majority of our female employees are employed

in administrative roles, which offer fewer opportunities to

earn pay above a basic salary. Of the 75 females we

employ in the business, 25% work part-time. Currently,

none of our male employees work part time.

In addition, a significant proportion of ADM Milling’s

workforce is subject to collective bargaining agreements,

in which pay is determined through negotiations with

trade unions. For employees who are not governed by a

collective agreement, the company has an annual merit

review, in which pay increases are linked to performance

against objectives. We do not negotiate individual awards,

and our pay system takes no account of gender, or any

other protected characteristics.

6

Bonus Pay Gaps

Eligibility for bonus pay in ADM Milling is based both on

the seniority of the position (determined by job band), as

well as by the job “family” (commercial, operations or

support). These criteria are objectively established

regardless of gender.

The proportion of males versus females receiving bonus

pay is 5.2% (M) versus 1.3% (F). This gap results from the

fact that bonuses are restricted to senior roles with a

heavy focus on commercial positions. Within ADM Milling,

there are more men than women in senior commercial

roles. However, males and females in equivalent roles with

equivalent skills and experience are paid equally.

7

ADM Milling is making progress to address imbalances

within the business, which has led to an increase in female

representation within the senior management group from

11% to 20% over the past 5 years. ADM’s strategy is to

continue increasing the number of women in senior

management positions by building up the skills and

experience of our middle managers, where we currently

have 30% female representation. We believe this

population will serve as a talent pipeline for senior roles in

the future.

Employees in the upper quartiles are more professionally

qualified compared to those in lower quartiles and the

upper quartile has the second largest population of

females across the four quartiles.

We remain committed to closing the pay gap with the help

of a regional diversity council that can provide advice and

counsel on diversity and inclusion. The regional council’s

Objectives to assist with Gender pay:

current focus is on gender representation. We are

implementing a candidate-attraction strategy that

promotes diversity and equality to ensure the widest

possible pool of candidates. We also will look to graduate

traineeships and apprenticeships to help us build our

pipeline of women leaders. Moreover, we will build upon

the diversity training all ADM managers receive to help

remove any unconscious bias and to deliver appropriate

learning and development tools. These tools can ensure

we have suitably experienced candidates who may be

considered for promotion into senior roles.

I confirm that the information contained in this report is

accurate.

Tim Cook, Managing Director

23rd March 2018